Preform exit interviews. If you want to know why people leave. I find this information valuable. Employees may verbalize their concerns or let their supervisor know, but they may not. As staff move on, they fear retaliation, understanding there is a good chance their Oakmont supervisor will often be contacted by new employers. I know that when I resigned I did not mention much about the real reason I left. I left because I could not stay on and witness, or be a part of what I felt was unethical practices. Yes, I first reached out with my concerns to my department head, who I felt made excuses instead of researching and taking action. Having eyes on the floor, and an open door policy is a valuable asset.
Additionally, asking the eyes why they left would be valuable way to really "see" whats happening behind the facilities doors...
Marketing sells families on activities, yet there is not activity director in memory care. The memory care director had their pans in every fire. Unfortunately this leaves the activity department without a leader most of the time.
The activity assistants, assist each other. Most have very little to no formal education in Gerontology, directing activities, or creating programing.
Keep in better control of your administrators. One administrator came in complaining, closed her door and watched dog videos all day.
I can't think of anything, I really enjoyed working here
Answered - Cook/Prep (Former Employee) - Concord, CA
More hours and a raise
Answered - Dishwasher (Current Employee) - Whittier, CA